ARTICLE 3.   CLASSIFICATION AND                                               EFFECTIVE DATE:  05/04/98
RULE 303.      GENERAL COMPENSATION PROVISIONS            REVISED DATE:  08/14/02

A.    PAY PLAN: The basic pay plan consists of numbered salary ranges. Each classification in the 
        Classification Plan is assigned a range. The range designation is determined by the Presiding Judge, 
        taking into consideration the relative level of duties and responsibilities of various classifications of 
        positions, rate paid for comparable positions in other Courts in Arizona, existing financial resources, 
        and other relevant factors. Periodic changes or adjustments may be necessary to maintain the pay plan.

B.    PAY PERIOD: A pay period (26 per year) shall be two (2) weeks in length. Each pay period begins 
        at 12:01 a.m., Saturday and ends 12:00 midnight the second (2nd) Friday thereafter. Payday shall 
        normally be on the Friday following the end of each pay period.

D.    SALARY ADMINISTRATION: The salary used to compute any adjustments covered in this 
        Section shall be the employee's current pay minus overtime pay and/or other differentials.

E.    SALARY RANGE EXCEPTION: The salary of each Judicial employee shall fall within the salary 
        range of the range in which the employee's classification is allocated. Exceptions to this include special 
        circumstances as identified by the Presiding Judge, the salary of underfills, employees upon detail to 
        special duty to a lower range and the salary of an employee whose position is reallocated to a 
        classification in a lower range.

F.    ADMINISTRATIVE ADJUSTMENTS: The Presiding Judge may resolve a manifest error or clear 
        an inequity by approving an adjustment.

G.    CLASSIFICATION CHANGES:

        1.    An employee who is reclassified one to three ranges will generally receive a 10% increase in 
                salary or an equivalent percentage based on existing salary range differential; and an employee 
                who is reclassified four or more ranges will generally receive a 15% increase in salary or an 
                equivalent percentage based on existing salary range differential, provided increasing the salary 
                by 10%, 15% or equivalent does not result in a new salary that is lower than the entrance salary 
                or higher than the maximum of the range. If establishing the reclassification salary would result in a 
                salary level that would be lower than the entrance salary or higher than the maximum of the range, 
                the employee's salary shall be established at the entrance salary or at the maximum salary of the 
                range, respectively.

        2.    The salary of an employee in a position which is reclassified to a lower class, or in a classification 
                which is changed to a lower range, and which is within the salary range of the new pay range, 
                will remain the same.

        3.    The salary of an employee in a position which is reclassified to a lower classification or in a 
                classification which is changed to a lower range, and which is higher than the maximum of the new 
                pay range, shall remain the same from the date of reclassification until such time as the pay range 
                encompasses the employee's salary. During such period, the employee shall not be eligible for 
                general salary adjustments or merit increases.

I.     PROMOTION AND REAPPOINTMENT T:

        1.    Except in those instances wherein the current salary level, education, training, experience or 
               some other pertinent factor exists which warrants appointment at a level above Step 2, 
               employees receiving competitive promotions or reappointments in the classified service 
               shall receive appointment to Step 1 or 2 as recommended by the Division Head.

        2.    In those instances where, in the opinion of the Division Head, reason exists to justify the 
                promotional appointment or reappointment at Step 3 or 4, the Division Head may make
                a request for such appointment to the Court Administrator. Requests for promotional 
                appointment or reappointment at Step 3 or 4 may be made upon prior approval of the 
                Court Administrator. Requests for appointment above Step 4 of the salary range requires 
                prior approval by the Presiding Judge.

        3.    A promoted or reappointed employee may accept a lower salary in the new pay range than is 
               otherwise authorized, if fiscal constraints prohibit the granting of the normal promotional or 
               reappointed salary increase and the new salary level is not lower than the entrance salary of the 
               range. A Division Head, under no circumstances, shall offer a salary which is less than the 
               entrance salary of the new pay range.

        4.    The salary of an employee on detail who is promoted or reappointed to any position other than 
                the position to which detailed shall be calculated as follows:

                a.    The salary shall first be adjusted for a return from detail as specified in Rule 303(D).

                b.    The salary shall then be adjusted for the promotion or reappointment as specified in this
                        subsection.

K.    VOLUNTARY RANGE DECREASE (VOLUNTARY DEMOTION):

        1.    The salary of a regular status employee who is voluntarily demoted shall be established by the 
               Division Head upon approval of the Presiding Judge and may result in a salary reduction. A 
               downward adjustment requires written concurrence by the employee prior to implementation. 
               Said voluntary demotion and any salary reduction connected therewith may not be appealed.

        2.    The salary of an original probationary employee who volunteers for a range decrease shall, 
               unless otherwise agreed to by the receiving Division Head, be the entrance salary of the new 
               pay range and the probationary employee will begin a new original probationary period.

L.    SALARY ADJUSTMENTS:

        1.    INITIAL APPOINTMENT:

                a.     Except in those instances wherein the education, training, experience or some other 
                        pertinent factor exists which warrants appointment at a level above Step 2, 
                        individuals receiving appointments to positions in the classified service shall be employed 
                        at 1 or 2 for the classification to which appointed as recommended by the Division Head.

                c.     No individual may receive appointment to a position when such appointment would have the 
                        effect of causing that individual's salary to exceed the maximum compensation level of the 
                        classification to which appointed.

        2.    REINSTATEMENT: A reinstated employee is eligible for reinstatement at a salary up to the 
                salary attained prior to separation.

        3.    REASSIGNMENTS: When an employee is reassigned he/she shall retain the same salary level 
                held prior to the reassignment.

        4.    TEMPORARY, EMERGENCY AND INTERMITTENT: Temporary, emergency and 
                intermittent appointments are temporary assignments and pay will be determined by the 
                Division Head upon prior approval of Court Administrator.

        5.    MERIT INCREASES:

                a.    Subject to funding and such other condition(s) as may be established by the Presiding Judge, 
                       regular status employees in the classified service may, upon submission to the Court 
                       Administrator and Presiding Judge of adequate documentation justifying such increase, 
                       receive an annual review of their salary rates and in cases of documented meritorious
                       performance, receive merit increase that is a percentage of their base salary. For purposes 
                       of this Section, the term "annual" shall be defined as the official fiscal year utilized by the
                       Court.

                b.    No salary increase provided for by this Section shall have the effect of causing any 
                       employee to exceed the maximum compensation level for the classification in which 
                       employed.

                a.    Individuals appointed to regular positions in the classified service who have satisfactorily 
                       completed the original probationary period as recommended in writing by the Division Head 
                       may receive a percentage salary increase as defined in the salary policy approved by the 
                       Presiding Judge for the relevant fiscal year.

                b.    Employees who through completion of their annual performance evaluation have 
                       demonstrated:

                        1)    fully successful job performance as recommended in writing by their Division Head 
                                may receive a percentage salary increase as defined in the salary policy 
                                approved by the Presiding Judge for the relevant fiscal year.

                c.    Upon request of the Division Head and recommendation of the Court Administrator, the 
                       Presiding Judge may recommend an upward salary adjustment in unusual circumstances and 
                       in the best interest of the Judicial service provided no other pay policy applies.

                d.    No salary increase as provided for by this Section shall have the effect of causing an 
                       employee of the Court to exceed the maximum compensation level for the classification in 
                       which employed.

M.    PERFORMANCE APPRAISALS:

        1.    In conjunction with Division Heads, the Court Administrator shall develop and maintain a system 
               of employee performance appraisal by which employees are evaluated at established intervals.

        3.    Probationary employees shall receive an end of probation performance evaluation. It is 
               recommended that interim monitoring be completed on probationary employees prior to the 
               end of the probationary period.

        4.    Regular status employees are to be evaluated annually. It is recommended that interim monitoring 
               be completed at least once during the annual evaluation period for regular status employees.